Whitepaper. Compensation Planning On-Premises or SaaS.. Making the decision. : Feb 2015 : HCM Team. Presented on Author

Transcription

1 Whitepaper Compensation Planning On-Premises or SaaS.. Presented on Author : Feb 2015 : HCM Team Hexaware Technologies. All rights reserved.

2 Table of Contents 1. Introduction 2. On-Premises vs. SaaS: Making the choice 3. Quo Vadis compensation? Hexaware Technologies. All rights reserved. 2

3 1 Introduction How important is effective compensation management in terms of motivating your workforce? Plenty. Compensation has consistently remained one of the top five job-satisfaction factors considered most important to employees. At a time when budgets are tight, many companies are facing a serious dilemma: How can you reward employees in ways that encourage high performance and ensure retention, yet still hold steady on operational and payroll costs? While Compensation planning is extremely important to drive your workforce to satisfaction another key factor is determining the solution used for the compensation planning process. A lot of tools and options are now available for compensation planning. However, to broadly classify them On-Premise Solutions and Cloud (SaaS) applications. Compensation can be the single biggest cost to an employer, representing up to 70 percent of annual operating costs. In 2011, 54 percent of employees indicated that compensation was very important to their job satisfaction. SOURCE: SHRM Research Report Employee Job Satisfaction and Engagement: Gratification and Commitment at Work in a Sluggish Economy. While Compensation planning is extremely important to drive your workforce to satisfaction another key factor is determining the solution used for the compensation planning process. A lot of tools and options are now available for compensation planning. However, to broadly classify them On-Premise Solutions and Cloud (SaaS) applications. Hexaware Technologies. All rights reserved. 3

4 2 On-Premises vs. SaaS: Making the choice Choosing between an On-Premises or SaaS based platform is a common problem in today's business world, but there are many critical factors to consider before making that decision. whether to stay with On-Premises or move to SaaS is a multistep process. The problem with making a choice between On-Premises and SaaS is that there are several conflicting arguments. Table 1 presents some of them: Influencing Factors SaaS On-Premises Total Cost of Ownership Low - Pay as you go - per user, per month High - Up-front capital costs for hardware, software licensing, resources, and overheads. Recurring cost - AMC Time to usability Very quick generally 8 12 weeks to usability Time consuming could take 6 8 months to implement a solution Mobile access Accessible via browsers running on mobile devices or applications that can be downloaded and used Limited access to business applications via browsers running on mobile devices Integration Pre-built integration packages / APIs/ web-services available with most of the SaaS solutions. Easy to integrate Integration is generally a challenge and generally calls for integration need to be built from scratch, thus time consuming and costly Multi-Tenancy Upgrades True SaaS ensures that every customer is on the same version of the software. That means no customer is left behind when the software is updated Upgrades released on a regular basis (generally quarterly) and can be upgraded by the administrator without vendor involvement Does not support multi-tenancy. Customers could be on different versions of the software Upgrades are difficult to manage and customers would generally need to avail the services of the vendor to carry out upgrades Table 1: Pros and cons of On-Premises Software Vs SaaS Hexaware Technologies. All rights reserved. 4

5 QUO VADIS COMPENSATION? Some important points to consider before we get into a direct head-to-head comparison between an On-Premise solution and SaaS Compensation solution: How to distribute wage increases? How to administer bonus payments How to develop compensation strategies and design compensation programs? How do our salaries compare to average salaries paid in our industry/ region? Efficiency Effectiveness Are these two elements in balance? Doing compensation right Doing the right compensation Are these two elements in balance? Salary is the biggest expense on your income statement, so if you don't get it right, you can waste money If you don't get it right, people will leave...and in some cases, you may not want that to happen Are these two elements in balance? Compensation management improves employee retention by as much as 27%. (Giga Information Group) Hexaware Technologies. All rights reserved. 5

6 Let us now do a quick comparison between SaaS and On-Premise although, pure features and functions comparisons tend to lead nowhere fast. Features SaaS On-Premises Ability to link pay to performance (with no development) Ability to link pay to performance (with no development) Ease of Use User friendly, learn on the job? Easy to incorporate changes to standard system? Ability to determine achievements and payouts (for bonus and incentives) based on Individual and Company objectives? Security Application / Component / Field / Person / Role Based permissions Table 2: Product comparison SaaS solutions vs. On-Premise solutions The table above is only indicative and not really conclusive although it shows to be tilting in favor of SaaS solutions for Compensation. The key take away points are: 1. Integration is key - Back-end and follow-on process processing in payroll, promotions etc. 2. Reduce reliance on IT by going for ease of administration. 3. Clearly differentiate information every Compensation Planner needs and information that can be 1-2 clicks away. 4. We will start to see a shift of focus from operational/tactical compensation management to strategic compensation management: Benchmarking, modeling will become a more and more essential part of compensation. 5. In the talent space, cloud solutions will remain more able to react quickly to changes in requirements and new market impulses. Hexaware Technologies. All rights reserved. 6

7 About Hexaware HCM Practice Hexaware s HCM (Human Capital Management) competency center provides end-to-end HRIT transformation services, across multiple technology solution platforms such as SAP, PeopleSoft, Oracle HRMS, Oracle Fusion, Oracle Taleo, Success Factors and Workday etc. Our comprehensive services offer end to end HRIT Consulting, Deployment, Digital HR and Managed Services across hybrid (On-Premise and Cloud) platforms. About Hexaware Hexaware is a leading global provider of IT & BPO services and consulting. The Company focuses on key domains such as Banking, Financial Services, Insurance, Travel, Transportation, Logistics, Life Sciences and Healthcare. Our business philosophy, "Your Success is Our Focus," is demonstrated through the success we ensure for our clients. Hexaware focuses on delivering business results and leveraging technology solutions by specializing in Business Intelligence & Analytics, Enterprise Applications, Quality Assurance and Testing, Remote Infrastructure Management Services and Legacy Modernization. Founded in 1990, Hexaware has a well-established global delivery model armed with proven proprietary tools and methodologies, skilled human capital and SEI CMMI-Level 5 certification. For additional information please visit. NA Headquarters 1095 Cranbury South River Road Suite 10, Jamesburg, NJ Tel: Fax: India Headquarters 152, Sector 3 Millennium Business Park A Block, TTC Industrial Area Mahape, Navi Mumbai Tel: Fax: EU Headquarters Level 19, 40 Bank Street, Canary Wharf, London - E14 5NR Tel: Fax: APAC Headquarters Level 19, 40 Bank Street, Canary Wharf, London - E14 5NR Tel: Fax: For all Hexaware office locations, visit: corporatemarketing@hexaware.com Safe Harbor Certain statements on this whitepaper concerning our future growth prospects are forward-looking statements, which involve a number of risks, and uncertainties that could cause actual results to differ materially from those in such forward-looking statements. The risks and uncertainties relating to these statements include, but are not limited to, risks and uncertainties regarding fluctuations in earnings, our ability to manage growth, intense competition in IT services including those factors which may affect our cost advantage, wage increases in India, our ability to attract and retain highly skilled professionals, time and cost overruns on fixed-price, fixed-time frame contracts, client concentration, restrictions on immigration, our ability to manage our international operations, reduced demand for technology in our key focus areas, disruptions in telecommunication networks, our ability to successfully complete and integrate potential acquisitions, liability for damages on our service contracts, the success of the companies in which Hexaware has made strategic investments, withdrawal of governmental fiscal incentives, political instability, legal restrictions on raising capital or acquiring companies outside India, and unauthorized use of our intellectual property and general economic conditions affecting our industry. Hexaware Technologies. All rights reserved. 8